Intersection of ADAAA, FMLA & Workers’ Compensation

Monday 4:15 – 5:15 PM

Session Description

Employment laws related to leave of absence and accommodation also apply to workers’ compensation claims, adding another layer of complexity to an already challenging situation. It is critical for workers’ compensation payers to understand the nuances of federal laws like the Americans with Disabilities Act Amendments Act (ADAAA) and The Family and Medical Leave Act (FMLA) in addition to developing a plan to work closely with employers to protect them from compliance fines, penalties and lawsuits. Kimberly George and Mark Walls will moderate this session as a panel of experts discuss some of the trends and challenges associated with leave of absence and accommodation laws and how they apply to workers’ compensation.

Learning Objectives

Employment laws related to leave of absence and accommodation also apply to workers’ compensation claims, adding another layer of complexity to an already challenging situation. It is critical for workers’ compensation payers to understand the nuances of federal laws like the Americans with Disabilities Act Amendments Act (ADAAA) and The Family and Medical Leave Act (FMLA) in addition to developing a plan to work closely with employers to protect them from compliance fines, penalties and lawsuits. Kimberly George and Mark Walls will moderate this session as a panel of experts discuss some of the trends and challenges associated with leave of absence and accommodation laws and how they apply to workers’ compensation.


 

Bryon Bass

Mr. Bass is SVP, Disability and Absence Practice & Compliance with Sedgwick. In this position, he is responsible for overseeing disability and absence management product standards and compliance, quality, and disability payroll.

Jeff Nowak

Jeff serves as co-chair of the firm’s Labor and Employment Practice. Jeff Nowak provides private and public sector employers with advice and counsel on how to minimize legal risk so they can run the most profitable business and efficient operations without being side-tracked by discrimination claims, strikes or other
workplace issues.